The Social Division of the Supreme Court upheld the appropriateness of the installation, for the sole purpose of identifying and dismissing workers who had vandalised various vending machines, of hidden cameras in the canteen of a work centre.
Even though the workers had not been previously informed of the installation of the cameras, the seriousness of the acts committed by the workers justified their disciplinary dismissal for breach of contract.
A recent ruling from the Borgarting Court of Appeal has allowed dismissal by email upon delivery in the employee's mailbox to be accepted in some cases.
The decision is a clear exception to the general principle that employers must send dismissal notices to employees in person or by registered letter.
The dismissal based on inspecting private correspondence of the employee by using employer's power of surveillance authority violates privacy and freedom of communication rights of the employee, guaranteed by the Turkish Constitution.
The decision confirmed the significance of informing employees about the employer’s right for inspection or getting consent for this when needed in case of internal investigation.
On 25 February 2022, the Government published the Employment (Amendment) Bill 2022.
It aims to find a balance between implementing various anti-epidemic measures to protect public health and preserving employees' statutory rights and benefits and to minimise labour disputes arising from COVID-19 issues.
On 13 December 2021, the British Columbia Supreme Court has certified a class action lawsuit brought by former employees against the owners of the Pan Pacific Hotel in Vancouver.
This is one of the first certified class actions in Canada which deals with terminations arising from the Covid-19 pandemic.